Resolving Discipline & Grievance Issues at Work – 6 April 2009

Introduction This information has been jointly produced by the Department for Business, Innovation and Skills (BIS) the Chartered Institute of Personnel and Development (the CIPD) and Acas (the Advisory, Conciliation and Arbitration Service) to inform employers about the changes to dealing with workplace disputes. The legislation governing how employers and employees deal with discipline, dismissal and grievance issues at work changed on 6 April 2009. The new simpler and more flexible system of dealing with the discipline & grievance handling procedure has the potential to save employers time, money and stress. As a result of the changes, employers will benefit from greater opportunities to resolve disputes in the workplace before they escalate to the point where they end up in an empl... »

Handling Grievance & Discipline Procedures

Introduction Problems with employees may arise from time to time in even the best-run businesses. Occasionally you may need to take disciplinary action against employees or deal with their grievances but it’s better to look at ways of preventing problems arising in the first place. If problems do arise, deal with them rather than let them fester into resignations and/or tribunal claims. Disciplinary and grievance procedures should be an aid to good management. Have clear written procedures and policies that are known and understood by all workers. Also, make sure you distinguish between discipline on conduct grounds and your procedure to improve performance – though this may eventually require disciplinary action if performance does not improve. This guide is designed to show w... »

Disciplinary, Dismissal & Grievance Procedures

Guidance for employers Foreword From 1st October the Employment Act 2002 (Dispute Resolution) Regulations 2004 come into force. They lay down disciplinary, dismissal and grievance procedures that provide a framework for discussing problems at work. This guide explains the procedures. It is primarily intended for managers in small firms. Separate guidance will be available for employees from This document gives general guidance only. It has no legal force and cannot cover every point and situation. If you would like advice on your particular situation, please see below for Acas contact details. It is important to note that the Regulations aim to set a minimum standard and are not intended to replace existing best practice and the new procedures shoul... »